New Survey Reveals Rise in Employee Confidence in Q3
Employers Should Brace for High Employee Expectations and Turnover with Economic Recovery

Concerns about layoffs subside as expectations for pay, company outlook and ability to find new job increase;
57% of employees say they will expect a raise, bonus and/or promotion once economy and unemployment rates return to pre-recession levels; One in five say they will seek new job

SAUSALITO, Calif. (October 1, 2009) — It appears as if employees¹ may think the worst is over as several key measures of employee confidence appear to be rising, according to the Q3 Glassdoor.com® Employment Confidence Survey of 1,195 employees conducted on its behalf by Harris Interactive®². In the third quarter, employees reported fewer layoffs and actions that reduced employee compensation at their companies than in the prior two quarters and employees reveal high rates of confidence and optimism related to future layoffs, pay and bonuses, company outlook and their ability to get re-hired. But, employers take note: should the economy and unemployment rates return to pre-recession levels, employees reveal they expect far more than the status quo, which could have significant implications on company bottom lines, employee morale and turnover:

• 57% expect a raise, bonus and/or promotion
• 35% expect hiring freeze to be lifted and/or more employees to be hired in their department
• 24% expect health benefits and perks that were previously reduced to be restored
• 19% expect to look for a new job

The quarterly survey measures four key indicators of employee confidence in the areas of job security, salary expectations, re-hire probability and company outlook. In addition, the survey tracks recent employer actions as well as the concessions employees are willing to take to keep their jobs.

Highlights for the third quarter are below:

Employer Actions: Reports of layoffs and pay reductions subside amid more forced leave and cuts in perks
Slightly more than half (51%) of employees report their company made changes to the number of staff, organizational structure, compensation and benefits, or other perks over the past six months, which was down 3 points from Q2. Of those reporting these changes, 54% said their company laid off or communicated plans to lay off employees, down from 58% in Q2, while 55% said their company changed or reduced compensation, down from 60% in Q2. Nearly one in three (30%) said their individual pay and/or bonus was reduced or eliminated in the past six months, down slightly from 31% in Q2. More employees this quarter said their companies initiated furloughs, unpaid leave or mandatory vacations (23%) up from 18% in Q2; and, 22% reported a reduction in perks, such as commuter subsidy, up from 16% last quarter.

Job Security: Layoff concerns edge down overall but highest among men, especially baby boomers
Fewer employees report concerns they could be laid off in the next six months (22%) than seen in Q2 (24%) and Q1 (26%). Layoff concern among men is considerably higher (26%) than women (17%), especially among male baby boomers, 45 to 54 (30%) whereas younger females (18 to 34) have the lowest concerns (10%). The gender divide carries through to concerns about coworkers as well: while 38% of employees report concerns that employees other than themselves could be laid off in the next six months, among men this is 42% compared to 34% for women.

Salary & Bonus Expectation: 1 in 3 expect pay raise; More than half of those eligible, expect bonus
One in three (33%) employees said they expect a pay raise or cost of living increase in the next 12 months, up slightly from Q2 (32%) while 49% do not. Those in the Northeast continue to exhibit the greatest optimism here where 40% of employees say they expect a pay increase as compared to the West (29%), Midwest (34%); and South (31%). More mature workers (55+) have the lowest expectations for pay raises, as only 25% expect an increase compared to 38% of those 35 to 44. In terms of bonus, nearly 7 in 10 (66%) employees report they are bonus eligible and, of these, more than 3 in 5 (62% ) expect a bonus while 34% do not. Of those who are bonus eligible, 11% expect to get more than their last bonus, 28% expect to receive the same, and 14% expect less. Bonus expectations have edged up since Q42008 when 57% of those eligible said they expected a bonus and 40 percent did not.

Company Outlook: 9 in 10 believe their company's outlook will stay the same or get better in next 6 months
Employees' outlook for their company has improved considerably over the past two quarters. Only one in 10 expect their company's outlook to get worse in the next six months, while 44% expect it to get better and 47% expect it will remain stable. By comparison, 35% expected their company performance to get better in Q1, which edged up to 39% in Q2. Optimism is highest among younger workers aged 18-34, with 50% expecting their company's performance to get better compared to 34% of those 55+.

Re-Hire Probability: Employees and jobseekers more confident in ability to get new job
If they were to lose their job, 44% of employees (including those self-employed) believe they could find one matched to their experience and compensation level in the next six months, up from 39% in the prior two quarters. However, 27% think it's unlikely and 29% are uncertain. For those who are not employed but currently looking for work, optimism is lower but up from last quarter. Of these jobseekers, nearly one-third (32%) think it is likely they will be employed in six months in a job matched to their experience and compensation level and 27% think it is unlikely. By comparison, last quarter more jobseekers thought it was getting hired within six months was unlikely (37%) than likely (25%). However, older employees (55+), including those self employed, think it is unlikely (41%) versus likely (31%), while the inverse is true for younger employees (including self-employed) (18-34). More than half of (51%) of the younger group think it is likely they would find a job, while just 20% say it's unlikely.

Commentary:

"Employees reported fewer layoffs at their employers in recent months which is likely contributing to declining concerns about future layoffs and rising confidence and optimism around expected pay raises, bonus, company outlook and ability to get hired in this market," said Robert Hohman, co-founder and CEO of Glassdoor, Inc. "This shifting sentiment is consistent with what we're seeing on Glassdoor.com where average company satisfaction ratings that have been trending down over the past few months appear to be stabilizing as demand for salary data and job interview reviews have increased."

"While the survey shows most employees are still willing to make concessions to help their employers during tough times, employees now reveal they're expecting payback in the form of raises, bonuses, promotions and perks once the economy recovers," said Rusty Rueff, Glassdoor.com career and workplace expert, who has run global HR departments at Electronic Arts and PepsiCo before co-authoring Talent Force: A New Manifesto for the Human Side of Business. "Combine these high expectations with the one in five employees who expects to change jobs when the music really starts on the economy and employers will have new challenges. Companies should prepare now and rethink how they communicate and how to reset new baselines to bridge the gap between employee expectations and the post-recession realities."

For more details and methodology of the survey, see the Glassdoor.com Confidence Survey Summary and Methodology.

¹  For the purposes of this study "employees" were defined as U.S, adults 18+ employed full time or part time unless otherwise indicated.

²  Harris Interactive® fielded the Q3 Employment Confidence study on behalf of Glassdoor.com from September 17-21, 2009 via its QuickQuery^SM online omnibus service, interviewing a nationwide sample of 2,257 U.S. adults aged 18 years and older, of whom 1,195 are employed full time or part time and 166 are self employed. Data were weighted using propensity score weighting to be representative of the total U.S. adult population on the basis of region, age within gender, education, household income, race/ethnicity, and propensity to be online. No estimates of theoretical sampling error can be calculated.

About Glassdoor.com

Glassdoor.com is a career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs or interviews for specific employers – for free. Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see – for the first time – unedited employee and job candidate opinions about a company's work environment along with details of pay, benefits, CEO approval ratings and job interview reviews. Glassdoor was founded in 2007 and launched its public beta in June 2008. Headquartered in Sausalito, Calif., Glassdoor was founded by Richard Barton, Robert Hohman and Tim Besse and has raised $9.5 million from its founders, Benchmark Capital and Sutter Hill Ventures.

About Harris Interactive

Harris Interactive is a global leader in custom market research. With a long and rich history in multimodal research that is powered by our science and technology, we assist clients in achieving business results. Harris Interactive serves clients globally through our North American, European and Asian offices and a network of independent market research firms. For more information, please visit www.harrisinteractive.com.

Media Contact:

Dawn Lyon
+1 415-846-4706 pr@glassdoor.com

GLASSDOOR ASSEMBLES REKNOWNED CAREER AND WORKPLACE EXPERTS AS BLOG CONTRIBUTORS

Clearview Collection Contributors Offer Tips, Advice and Opinion on Jobs and Careers

SAUSALITO, Calif. (September 15, 2009) — Glassdoor.com has unveiled a new feature section of its blog entitled: the Clearview Collection, consisting of a panel of recognized and respected career and workplace experts, who are providing perspectives and advice on a wide range of subjects and issues related to jobs , career management and employment. Members of the Clearview Collection include human resources, recruiting, management and employment professionals who have approximately 100 years of combined experience.

"The launch of the Clearview Collection is another important step in fulfilling Glassdoor's mission to deliver information that helps people make more informed decisions about their careers. Insights from these contributors are a great complement to the real-time reviews, ratings and salary details about specific jobs, or interviews, for specific employers that our community contributes every day," said Glassdoor.com co-founder and CEO Robert Hohman.

Clearview Collection contributors include:

• Jeff Hunter is an award-winning technologist, strategist, author and entrepreneur. He is currently vice president of HR Solutions at Dolby Laboratories and previously served in senior HR roles at Electronic Arts. In 2007, Hunter launched the "Talent Unconference" a meeting of the top minds in HR, business and technology to discuss new methods for developing and driving talent-centric businesses. His blog Talentism (http://www.talentism.com/) won "Blog of the Year" from Recruiting.com in 2005, and he won "Most Strategic Use of Recruiting Technology" — an ERE.net award in 2007. Hunter's posts will appear on Monday's at http://www.glassdoor.com/blog/author/jeff/
• Rusty Rueff has been contributing to the Glassdoor.com blog for nearly a year and is a member of the Company's board of directors in addition to serving as its career and workplace expert, whose advice has been featured on CNN, Associated Press, Business Week, among others. Most recently, he was CEO of SNOCAP, which was sold to imeem in 2008. Previously, Rueff led global human resource departments at Pepsico and later Electronic Arts and is co-author of Talent Force: A New Manifesto for the Human Side of Business (Prentice-Hall. 2006). Rueff's posts will appear on Tuesday's at http://www.glassdoor.com/blog/author/rusty/
• Liz Ryan is a former Fortune 500 human resources executive and a widely read and respected career expert. Ryan is the leader of the 25,000-member Ask Liz Ryan online community, whose mission is to support members at the Intersection of Work and Life, where she shares business, career and 'life' advice regularly. Ryan is a regular contributor to Yahoo! News, Business Week and a variety of print publications that reach over 50 million readers per month. She has also authored Happy About Online Networking: the Virtual-ly Simple Way to Build Professional Relationships and a sought-after keynote speaker. She has addressed a wide range of audiences, including the United Nations CEOs and senior executives, HR leaders, students, and entrepreneurs. Ryan's posts will appear on Wednesday's at http://www.glassdoor.com/blog/author/liz/
• John Sumser is founder and CEO of Two Color Hat, a company that helps the vendors who serve HR and professional recruiters, and currently serves as a Salary.com board member. Sumser believes the employment marketplace should be easy to understand and is currently studying the role of influence within organizations and industries. His experience includes 15 years of Electronics R&D, 15 years of online publishing, non-profit management and start-up consulting. Through parts of his career, Sumser has served as executive editor for recruiting.com and was founder and CEO of Interbiznet, a staffing and recruiting firm. Sumser's posts will appear on Thursday's at http://www.glassdoor.com/blog/author/john/
• Hank Stringer is CEO of Stringer Executive Search and Chief Strategist to Novotus, a professional recruiting agency. In 2006 he co-authored Talent Force: A New Manifesto for the Human Side of Business with Rueff. As a successful recruitment industry innovator and entrepreneur, Stringer founded Hire.com, an early Internet recruitment solution acquired by Authoria in 2005. He has also served as a senior recruiter for Dell Inc. and Tandem Computers. Stringer's posts will appear on Friday's at http://www.glassdoor.com/blog/author/hank/
• Jana Rich has nearly 15 years of experience in executive recruiting and currently leads the global Media, Entertainment and Convergence Practice of Russell Reynolds Associates, a global executive search and management recruiting firm, supporting a broad range of clients in the consumer and technology sectors. Previously, Rich was a consultant with Swander Pace & Co., a leading management consulting firm, and Coopers & Lybrand, where she developed human resource strategies for its emerging management consulting practice. Rich also serves as a member of the Glassdoor.com Advisory Panel. Rich's posts will appear periodically at http://www.glassdoor.com/blog/author/jana/

In addition to the daily career insights from the Clearview Collection, the team of experts will sound-off on a hot topic related to a workplace or career-related issue in a monthly point/counter-point debate. The monthly debate will publish the third week of each month and will broach topics ranging from salary to workplace culture to future job trends. (Clearview Collection debates can be found at http://www.glassdoor.com/blog/author/clearview-team/)

"By bringing in different voices to the Glassdoor.com blog, we can deepen the conversation about work and broaden the relevance of content and provide important perspective to events and trends in the career and employment space that will have relevance for everyone — from employees, jobseekers, and students to managers, HR and recruiting staff and the very most senior executives," said Rueff. "The Clearview members are all highly respected and credible people in their own right and we plan to capitalize on the combined wisdom and experiences through individual posts and orchestrated debates on burning topics."

Since the launch of its public beta in June 2008, Glassdoor has received significant response from around the world, as a community where people can find and share insights on salaries and other compensation for specific jobs at specific companies, company reviews and CEO ratings. Earlier this year, Glassdoor added job interview reviews and questions to its data. Today, Glassdoor has more than 270,000 salary reports and reviews for more than 28,000 companies in 100 countries.

Contributions from Glassdoor's Clearview Collection can be found on the Glassdoor blog (http://www.glassdoor.com/blog/tag/clearview-collection/). For more information about Glassdoor, visit www.glassdoor.com or follow Glassdoor on Twitter: @Glassdoordotcom.

To contact the Clearview Collection with career or job search questions and comments, email AskClearview@glassdoor.com.

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About Glassdoor.com

Glassdoor.com is a career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs and job interviews for specific employers — for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see — for the first time — unedited employee opinions about a company's work environment along with details of pay, benefits and CEO approval ratings along with detailed accounts and questions about the interview and hiring process. Glassdoor was founded in 2007 and launched its public beta in June 2008. Headquartered in Sausalito, Calif. Glassdoor has received $9.5 million from Benchmark Capital and Sutter Hill Ventures, which followed initial seed investment from Glassdoor co-founders Rich Barton, Robert Hohman and Tim Besse.

Media Contact:

Dawn Lyon
+1 415-846-4706
pr@glassdoor.com

Samantha Zupan
+1 925-324-3954
pr@glassdoor.com

GLASSDOOR.COM^® DEBUTS FREE CONTENT SYNDICATION PROGRAM
WITH TOP 10 BUSINESS SITE BNET

Custom syndication feeds make it easy for any web site or blog to integrate
Glassdoor.com salary, company and CEO approval rating data for free

SAUSALITO, Calif. (September 3, 2009) — Glassdoor.com, the leading online career and workplace community, today announced its new free syndication program, which it has introduced with BNET (www.bnet.com), a Web site that provides information and tools to help business managers succeed at work. The syndication program offers free access to Glassdoor's exclusive employee-generated salary, company and CEO reviews, insight and data. BNET is the first premier partner to unveil a customized implementation, which matches company information from Glassdoor.com with BNET's original award-winning content found on BNET Industries (http://industry.bnet.com/). In addition to the simple customized syndication options, any Web site or blog can now also incorporate Glassdoor data instantly through the company's new self-serve widgets.

Glassdoor free data syndication means any Web site, such as online news, financial, career and job sites and blogs, can complement and expand existing content to include the best of Glassdoor.com's data. Through the new program, partners benefit from Glassdoor's continually updated salary, bonus and commission information by job title or company; and reviews and ratings of companies and CEOs, which can be easily implemented and integrated.

"Glassdoor's community of business insiders answer the questions other business users really want to know: what's it like to work at a company, how effective is the leadership, and how much do people make? We're thrilled to have these specific and unique insights as part of BNET Industries," said Stephen Howard-Sarin, VP of Business and Finance Brands, CBS Interactive.

Content syndication enables sites, like BNET, access to information on more than 28,000 companies currently in Glassdoor's database. Company reviews and salary information on Glassdoor are provided anonymously by a community of insiders, providing great insight into the inner workings, compensation, and pros and cons of working at companies across the globe. While a member's identity is never revealed to the Glassdoor community, Glassdoor requires a valid e-mail address in order to register and submit data and maintains a rigorous review and verification process to maintain data integrity.

"It's especially important in today's market that people have access to information about jobs, pay and workplaces at the tip of their fingers, and the Glassdoor.com syndication program makes it easier for people to find out what's really going on behind the closed doors of companies," said Robert Hohman, co-founder and chief executive officer of Glassdoor. "Having BNET as our first major partner validates the need this type of information; and we believe that our insights and data will help to provide additional color and context to their terrific articles and posts. This is the first in a number of many partnerships, and we look forward to extending this vital information to people through more news organizations, job and career sites and blogs."

Glassdoor's syndicated content can be implemented in a variety of ways to suit the needs of any partner, whether large or small. Partners in the syndication program have the flexibility to choose the Glassdoor data best suited for their needs and a variety of implementation methods, including search and keyword hover widgets. In addition, partners can work with Glassdoor on custom implementations that match site tabs or specific content or keywords with Glassdoor insights.

For more information about Glassdoor, visit www.glassdoor.com or email bizdev@glassdoor.com for additional information on content syndication. To receive regular updates about new and interesting data and reports, visit the Glassdoor blog (http://www.glassdoor.com/blog/) or follow the company on Twitter/Glassdoordotcom.

# # #

NOTE TO REPORTERS/EDITORS/BLOGGERS: Graphics demonstrating implementation are available upon request.

# # #

About Glassdoor.com

Glassdoor.com is a career and workplace community where anyone can find and anonymously share real-time company and job interview reviews, ratings and salary details about specific jobs for specific employers — for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see — for the first time — unedited employee opinions about a company's work environment along with details of pay, benefits and CEO approval ratings. Glassdoor was founded in 2007 and launched its public beta in June 2008. Glassdoor is headquartered in Sausalito, Calif. and was founded by Richard Barton, Robert Hohman and Tim Besse.

About BNET.com

BNET, a property of CBS Interactive, provides managers practical, trusted resources for the business challenges they face every day, and effective techniques for moving their companies and their careers forward. A top 10 business site, BNET offers award-winning original content, as well as one of the largest business libraries available on the Web.

# # #

Contact:

Mel Bolton
LyonSHARE Communications for Glassdoor.com
+1 510-704-0870
pr@glassdoor.com

Jenifer Concepcion
CBS Interactive
+1 415-344-2441
jenifer.concepcion@cbs.com

NEW SURVEY REVEALS SHIFT IN EMPLOYEE SENTIMENT AS MORE COMPANIES CUT PAY AND PERKS

• More employees willing to make concessions, such as more hours, pay cuts and unpaid leave, to keep jobs
• 41% concerned company will lay off others in next 6 months; about 1 in 4 think "they" could be laid off
• About 1 in 3 employees expect a pay or a cost of living increase in next 12 months; 50% do not
• 39% expect their company outlook to be better in 6 months
• About 1 in 3 think it's "unlikely" they could find a job within 6 months if they lost their own

SAUSALITO, CALIF (July 8, 2009) — Fewer employees¹ are expecting pay raises than reported in the prior two quarters and more employees say they are willing to take on additional responsibilities, work longer hours, take pay cuts and unpaid leave in order to keep their job, according to the Q2 Glassdoor.com© Employment Confidence Survey of 1,278 employed adults conducted on its behalf by Harris Interactive©². The shift in employee sentiment occurs as more employees report their employers initiated cuts in pay and perks in the past six months.

The quarterly survey measures four key indicators of employee confidence in the areas of job security, salary expectations, re-hire probability and company outlook. In addition, the survey tracks the concessions employees are willing to take to keep their jobs. Highlights are below:

Employer Actions: Reports of layoffs remain stable, but more report cuts in pay, perks and unpaid leave
More than half (54%) of employees report their company has made changes to the number of staff, organizational structure, compensation and benefits, or other perks over the past six months. Of those reporting these changes, one of the most common scenarios was layoffs or communicating plans to lay off employees (58%), which is consistent with the first quarter (57%). However, more employees this quarter report their companies initiated other actions, including bonus reductions (21%), furloughs, unpaid leave or mandatory vacations (18%), job restructuring (16%), and pay cuts (15%) than last quarter.

Job Security: Layoff concerns edge down slightly from Q1, yet 41% concerned company will lay off others in 09
While slightly fewer employees (24%) say they are concerned they could be a victim of a layoff in the next six months than seen in Q1 (26%), 41% are concerned their employer will lay off employees other then themselves in the second half of 2009, down slightly from Q1 2009 (44%). Employees who work for companies that have already gone through layoffs in the past six months have more concerns: Of these, just over 3 in 4 (78%) think their company could let other employees go in the next six months and 39% are concerned they will be laid off.

Company Outlook: 86% believe their company outlook will stay the same or get better in the second half of 2009
Employees' company outlook remains unchanged from the first quarter. Nearly half (47%) expect the company outlook to stay the same, 39% expect the outlook to get better and just 14% expect the outlook to get worse in the next six months. Interestingly, more mature employees including those who are self employed (ages 55+) have stronger opinions about whether company outlook will shift up or down. Of these adults, 45% expect their company outlook to get better and 21% expect it to get worse, while 34% expect performance to stay the same.

Salary Expectation: Fewer employees expect pay increases; expectations lowest among employees in the West
Reality may be setting in as 50% of employees report they do not expect a pay raise or cost of living increase in the next 12 months, up from 40% in the fourth quarter of 2008, yet nearly one-third (32%) are expecting a pay raise or cost of living increase within the next year. It seems where you live may play into pay expectations. Employees in the west (21%) exhibit the least confidence in pay raises compared to those in other parts of the country: northeast (38%); midwest (33%); and south (36%)

Re-Hire Probability: Older workers and those currently unemployed more pessimistic about ability to get new job

If they were to lose their job, almost two-fifths (39%) of employees (including those self employed) believe they could find one matched to their experience and compensation level in the next six months, while 31% say it's unlikely and 28% are uncertain. Mature employees (55+), including those self employed, think it is unlikely (41%) versus likely (31%) while the inverse is true for younger employees (18-34) (including those self employed). Nearly half (48%) of those 18-34 say it is likely they would find a job, while just a quarter (24%) say it's unlikely. For those who are not employed but currently looking for work, optimism is lower. Of these, one in four (25%) think it is likely and 37% think it unlikely they will find a job matched to their experience and compensation in the next six months.

Concession Indicators: Salary cuts becoming more palatable; older workers less willing to work more hours
In general, employees report more willingness to make concessions in the second quarter than in prior quarters if it would help them keep their job. The most popular is taking on more projects and responsibility (71%) and willingness to work more hours (64%), but 42% say they are willing to take a cut in salary or wages, up from 30% in the fourth quarter of 2008. Although mature employees (55+) are less optimistic about finding a job if they were let go (44%), they are also less willing to take on more work (61%) or increase hours worked (56%), accept reduction in health and/or\ dental benefits (22%) and forfeit vacation or paid leave or a sabbatical (26%). Despite having lower compensation on average, younger employees (18-34) are most willing to make concessions, particularly in the areas of more work (76%), longer hours (71%) and giving up vacation or other paid leave (38%).

Commentary:

"The Glassdoor quarterly survey indicates employment confidence, like consumer confidence, may lag behind company and market events. In the second quarter, we're seeing employee sentiment that is more conservative and wary as the reality of the length of the current economic environment is setting in," said Glassdoor.com career and workplace expert Rusty Rueff, who has run global human resources departments at Electronic Arts and PepsiCo before co-authoring Talent Force: A New Manifesto for the Human Side of Business. "We all know industries and businesses are struggling to stay afloat in today's market and employees appear more sensitized to that, leveling expectations for compensation and showing a greater willingness to partner with employers and make concessions to keep their jobs versus being thrust into the open job market."

More details and methodology of the survey can be obtained by requesting a copy through pr@glassdoor.com.

¹  For the purposes of this study "employees" were defined as U.S, adults 18+ employed full time or part time unless otherwise indicated.

²  Harris Interactive© fielded the Q2 Employment Confidence study on behalf of Glassdoor.com from June 22-24, 2009 via its QuickQuerySM online omnibus service, interviewing a nationwide sample of 2,261 U.S. adults aged 18 years and older, of whom 1,278 are employed full time or part time. The Q4'08 survey was the first and was conducted Dec.16-18, 2008 among 2,281 U.S. adults 18+ of whom 1,331 were currently employed (full time or part-time). The Q2'09 survey was conducted March 19-23, 2009 among 2,798 U.S. adults 18+ of whom 1,576 were currently employed (full time or part-time). Data were weighted using propensity score weighting to be representative of the total U.S. adult population on the basis of region, age within gender, education, household income, race/ethnicity, and propensity to be online. No estimates of theoretical sampling error can be calculated.

For complete survey results and full survey methodology please contact Dawn Lyon 415-846-4706 or Samantha Zupan 925-324-3954, pr@glassdoor.com.

About Glassdoor.com

Glassdoor.com is a career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs or interviews for specific employers — for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see — for the first time — unedited employee and job candidate opinions about a company's work environment along with details of pay, benefits and CEO approval ratings. Glassdoor was founded in 2007 and launched its public beta in June 2008. Glassdoor is headquartered in Sausalito, Calif. and was founded by Richard Barton, Robert Hohman and Tim Besse. To date, Glassdoor has raised $9.5 million from its founders, Benchmark Capital and Sutter Hill Ventures.

About Harris Interactive

Harris Interactive is a global leader in custom market research. With a long and rich history in multimodal research that is powered by our science and technology, we assist clients in achieving business results. Harris Interactive serves clients globally through our North American, European and Asian offices and a network of independent market research firms. For more information, please visit www.harrisinteractive.com.

Contact:

Dawn Lyon
+1 415-846-4706
pr@glassdoor.com

or Samantha Zupan
+1 925-324-3954
pr@glassdoor.com

GLASSDOOR.COM^® EXPANDS TO HELP JOB SEEKERS, ADDING FREE JOB INTERVIEW REVIEWS, QUESTIONS AND RATINGS

Nearly 2,000 Interview Reviews for 1,000+ Companies in 40 Countries Collected During Private Beta

SAUSALITO, CALIF (April 28, 2009) — With unemployment rising to record levels, career site Glassdoor.com is launching a new section today to help job seekers better prepare for and stand out in the increasingly competitive job interview process. Glassdoor's new Job Interview Questions and Reviews section allows job seekers to get insight into the interview process and questions they may encounter for a potential job at a specific company — all for free. The company is extending the same "give to get" model it created to increase transparency around company pay and working environments to the most critical part of job cycle - the job interview.

Over the past several weeks, Glassdoor has been collecting anonymous job interview questions and reviews through a closed beta from applicants who have completed an interview in the past two years. The reviews include details from actual candidates about the entire hiring process from the interview format, average duration to overall difficulty, and actual questions that were asked. Each review also includes details as to whether an offer was made and whether it was accepted or rejected — and why — along with any negotiation tips. Approximately 2,000 interview questions and reviews for more than 1,000 companies across a variety of sectors have been collected to date. This data can now be accessed through a new Interviews tab from the Glassdoor.com home page. From here, anyone can also leave a review about a recent job interview experience through a short form that takes less than five minutes to complete.

"Today's job market is more competitive than ever, and being prepared can increase your odds of getting an offer, give you more confidence, and reduce pre-interview anxiety. The job interview is the front door of the job cycle and is the next logical step for Glassdoor to bring greater transparency to every aspect of our careers," said Robert Hohman, co-founder and CEO of Glassdoor.com. "Glassdoor's new Interview Questions and Reviews section allows people to act like a fly on the wall in thousands of interviews, gathering important insights from the vantage of other candidates. In addition to the useful information found in Glassdoor's company reviews and salary reports, Interviews allows any job candidate to customize a study guide specific to a job opportunity, company and industry to get an important edge in this tough market."

Specifically, Glassdoor's new Interviews Questions and Reviews Section includes:

• Interview background details: Each interview review is categorized by a job title, company, location and time period when the interview occurred. The easy page layout also outlines how the interviewee secured the interview (referral, job posting, etc), the type of interview(s) (1:1, panel, etc.) and how long the process took. Of the job reviews submitted on Glassdoor.com, the average interview takes 25 days from start to finish and more than half were secured through an online job posting (38%) or through an employee referral (17%).
• Interview questions and community answers: Interview reviewers are asked to share up to five of the most difficult or unexpected questions asked and provide any insights on the answer. Other community members can mark the questions as helpful or not helpful and provide suggested answers.
• Interview ratings (hard/easy; positive/negative): Users are asked to rate their overall experience for ease or difficulty and whether they were left with a positive or negative impression. Interestingly, a hard interview does not translate to a negative experience. For example, a marketing analyst candidate at American Express in New York rated the interview difficult but the overall experience positive, whereas a systems engineer candidate at Google in Santa Clara rated the process difficult and the overall experience negative.
• Interview outcome: Candidates are encouraged to wait until the interview process is over so they can share the final outcome: whether the candidate was offered the job or not and if it was accepted or declined, and why.
• Negotiation tips: Candidates who received a job offer can also share details of the offer and any negotiation tactics they used or suggestions for others in the same situation.

Adding to the Glassdoor community features, users have complete control over how the Interviews section is categorized by selecting relevant keyword tags for each review and question submitted. This makes it easier to browse by job types and companies and sort by the most relevant interview questions (e.g., marketing, java, sales, brain teasers, etc.).

Anyone visiting Glassdoor can view all Interview Questions and Reviews for its seven "Sneak Peek" companies: Accenture; Cisco Systems; Deloitte; Google; JP Morgan Chase; Microsoft; and Yahoo. To see job interview reviews for other companies, a user must create an account using a valid e-mail address and contribute an anonymous interview review or a company review. Existing members who have previously completed a company review have immediate access to all Interview Questions and Reviews. However, to see all salaries and other compensation data for all companies beyond the sneak peeks, a user must also complete an anonymous salary survey for any job held within the past the years. Students who have no interview or work experience can still access Glassdoor data after requesting an account using an active .edu email address from students@glassdoor.com.

Glassdoor has received significant response from around the world since its public beta launch in June 2008. Today, more than 200,000 salary reports and reviews have been approved from users from 23,000 companies in more than 100 countries. By comparison, at launch, Glassdoor had about 3,000 salary reports and company reviews for 250 companies, highly concentrated in the technology sector in the United States. As with company reviews and salary reports, all interview reviews must adhere to Glassdoor's Community Guidelines and are reviewed and approved by a Glassdoor team member before posting to the site.

For more information about Glassdoor, visit www.glassdoor.com. To receive regular updates about new and interesting data and reports, visit the Glassdoor blog.

# # #

EDITOR'S NOTE: To receive detailed information about the interviews section, obtain screen shots, company graphics or receive a media log in to see all data, please contact pr@glassdoor.com.

About Glassdoor.com
Glassdoor.com is a career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs and job interviews for specific employers — for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see — for the first time — unedited employee opinions about a company's work environment along with details of pay, benefits and CEO approval ratings along with detailed accounts and questions about the interview and hiring process. Glassdoor was founded in 2007 and launched its public beta in June 2008. Headquartered in Sausalito, Calif. Glassdoor has received $9.5 million from Benchmark Capital and Sutter Hill Ventures, which followed initial seed investment from Glassdoor co-founders Rich Barton, Robert Hohman and Tim Besse.

NEW SURVEY OF U.S. EMPLOYEES REVEALS SURPRISING LEVEL OF OPTIMISM DESPITE SLIDING CONFIDENCE IN FUTURE JOB SECURITY AND PAY INCREASES

However more employees willing to take salary cuts, unpaid leave and forfeit vacation to keep jobs than in Q4

SAUSALITO, CALIF (April 2, 2009) — Despite lower employee confidence in the areas of job security and pay raises, the majority of employees¹ have a surprising level of optimism relating to their ability to sidestep layoffs, the future outlook of their employer and expectations for pay increases, according to the Q1 Glassdoor.com Employee Confidence Survey of 1,576 employed adults conducted by Harris Interactive². The new quarterly survey measures four key indicators of employee confidence in the areas of job security, salary expectations, re-hire probability and company outlook. In addition, the survey tracks the concessions employees are willing to take to keep their jobs. A summary is below:

Job Security: 74% have no lay off concerns but overall concerns edge higher; more concerned about co-workers
Fewer employees appear secure in their jobs as about one in four (26%) employees have concerns they could be laid off in the next six months whereas 44 percent are concerned co-workers could be laid off, up from 21 percent and 42 percent respectively in December. Despite the rise in concerns, nearly three in four (74%) employees have no concerns they will be laid off. Concerns are notably greater among those who work for companies that already had or communicated layoffs with 46 percent concerned they will be laid off in the next six months while 84 percent are concerned co-workers will.

Company Outlook: 86% think company outlook will stay the same or improve in next six months
Many employees, including those self employed, may think that the worst is over as the majority report that they expect their company's business outlook to remain stable (51%) or get better (35%) in the next six months compared to just 14 percent who think it will get worse. Those 55 and over have less confidence in their companies with 29 percent expecting the outlook to get better in the next 6 months compared to 42 percent of those 45-54. The future isn't as bright for those whose companies have already endured/communicated layoffs as these employees are three times more likely to expect their company's outlook to worsen (25%) in the next six months than those who haven't experienced such actions (8%).

Salary Expectation: 36% expect annual raises; higher among men and those making $75K+
More than one-third (36%) of employees expect to receive a raise or cost of living increase in the next six months, down slightly from the 40 percent in December. Interestingly the highest confidence in expected pay raises is among those with the highest household income, above $75,000 per year (44%) and those who live in the Northeast (42%), which is the only region where more raises/cost of living increases are expected than not. Men also tend to be more bullish on raises than women with 39 percent and 32 percent respectively expecting a pay increase. The gender gap is larger for younger (18-34) workers with 43 percent of men expecting a raise/cost of living increase, compared to 31 percent of women.

Re-Hire Probability: 46% of employees 55+ think it is unlikely they could find a new job within 6 months
Should employees lose their job, 39 percent think it is at least somewhat likely they will find a job matched to their historical experience and compensation within six months. Re-hire confidence is highest among younger workers (18-34) as 43 percent say it is at least likely they will find a job within six months compared to 30 percent of workers 55 and over. In fact, 46 percent of workers 55 and over think it is unlikely they will find a new job at a commensurate level and more than one-fourth (29%) think getting re-hired within six months is very unlikely.

Concession Indicators: Salary cuts, unpaid leave and vacation forfeiture becoming more palatable
Taking on more projects and responsibility (70%) and working more hours (62%) remain the leading concessions employees are willing to accept to keep their job. However, in the past 3 months, more employees have warmed to salary cuts, unpaid leave, and lost vacation as options to keeping their pay check. Forty percent are now willing to take a pay cut compared to 30 percent last quarter and about one-third (34%) are willing to take unpaid leave, compared to the one in four (24%) in December. However, nearly half (48%) say they will not take a pay cut to keep their job and 38% will not take a furlough or other unpaid leave. Pay cuts are most acceptable to those with college degrees or higher (51%) and those earning more than $75,000 (48%). Younger employees (18-34) are more inclined to forfeit vacation or paid time off (35%) than workers 55+ (24%).

Commentary:

"While confidence of employees is dragged down by the weakened economy, we still see a fair bit of optimism in job security and expectations for pay and company performance. Like consumer confidence, employee confidence tends to lag behind the economy and we expect to see more employees willing to make concessions if concerns grow and work confidence lowers in the quarters ahead," said Glassdoor.com career expert Rusty Rueff, who has run global human resources departments at Electronic Arts and PepsiCo before co-authoring Talent Force: A New Manifesto for the Human Side of Business. "We're also seeing a bit of Pavlov's syndrome among those who work for companies that have had layoffs. Once you see broad layoff effects first hand, you're more likely to fear they might still happen to you and your coworkers. This can lower confidence in other career areas like salary growth and company outlook. How employers navigate the layoff aftermath can have important implications for employee morale and confidence in the future."

"We've initiated this quarterly survey to monitor U.S. employee sentiment as a complement to the salary and opinion data we already collect from those who voluntary contribute data on Glassdoor.com. We plan to keep this measurement front and center and expect over time, we will see correlations between employee sentiment and consumer confidence as indicators of economic recovery," said Robert Hohman, co-founder and CEO of Glassdoor.com, a career and workplace community where people can find and share information about salaries, jobs and companies.

For more details and methodology of the survey, see the Glassdoor.com Confidence Survey Summary and Methodology.

¹  For the purposes of this study "employees" were defined as U.S, adults 18+ employed full time or part time unless otherwise indicated.

²  The survey was conducted online within the United States by Harris Interactive on behalf of Glassdoor.com between March 19-23, 2009 via its QuickQuerySM online omnibus service, interviewing a nationwide sample of 2,798 U.S. adults aged 18 years and older, of whom 1,576 are employed full time or part time. The Q4 survey was conducted Dec.16-18, 2008 among 2,281 U.S. adults 18+ of whom 1,331 were currently employed (full time or part-time).This online survey is not based on a probability sample and therefore no estimates of theoretical sampling error can be calculated. A full methodology, including weighting variables, is available.

About Glassdoor.com

Glassdoor.com is a career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs for specific employers — for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see — for the first time — unedited employee opinions about a company's work environment along with details of pay, benefits and CEO approval ratings. Glassdoor was founded in 2007 and launched its public beta in June 2008. Glassdoor is headquartered in Sausalito, Calif. and was founded by Richard Barton, Robert Hohman and Tim Besse. To date, Glassdoor has raised $8.5 million from its founders, Benchmark Capital and Sutter Hill Ventures.

About Harris Interactive

Harris Interactive is a global leader in custom market research. With a long and rich history in multimodal research that is powered by our science and technology, we assist clients in achieving business results. Harris Interactive serves clients globally through our North American, European and Asian offices and a network of independent market research firms. For more information, please visit www.harrisinteractive.com.

Media Contact:

Dawn Lyon
pr@glassdoor.com
+1-415-846-4706 or
415-339-9105 x800

NEW SURVEY REVEALS EMPLOYEES BELIEVE LAY OFFS MORE LIKELY TO HAPPEN TO COWORKERS; 4 IN 5 EMPLOYEES HAVE NO CONCERNS ABOUT BEING LAID OFF IN NEXT SIX MONTHS

Should pink slips loom, majority of employees would be willing to work longer hours and take on more projects and responsibilities but NOT willing to take pay cuts or forfeit vacation

SAUSALITO, CALIF (January 7, 2009) — Despite the high number of December layoffs, and increasing rates of unemployment across the country, employees¹ have a surprisingly high level of confidence relating to their own jobs and compensation in the next six to 12 months, according to a year-end survey² of 1,331 employed adults conducted by Harris Interactive on behalf of Glassdoor.com. A summary of survey highlights is below:

Not me! Employees think layoffs more likely to happen to "someone else"

While about half (52%) of employees admit they are working harder to avoid layoffs given the current economic climate, about four out of five (79%) employed adults say they are not concerned about being laid off from their job in the next six months. It appears optimism for coworkers isn't quite as high. Forty-two percent of employees say they are concerned their company will lay off other employees in the next six months yet half as many, or about one in five (21%) employees, are concerned they will be laid off during the same period.

Many employees say they expect pay raises and bonuses in the short term despite economic climate

• Even amid widespread company cost-cutting, 40 percent of employees say they expect a pay raise or cost of living increase in the next 12 months while 40 percent do not expect a raise and 20 percent say they are unsure.
• Of those eligible for an annual bonus, 57 percent expect a bonus and 40 percent do not expect a bonus³. Of those who expect a bonus,
  • 41% expect it to be about the same as last bonus
  • 28% expect it to be less than last bonus
  • 15% expect it to be more than last bonus
  • 16% are unsure of the amount

Employees favor more work and longer hours over pay cuts or losing vacation to avoid a layoff

More employees say they would be willing to take on more work or forego other benefits than those willing to take a cut in salary or wages, lose vacation or take unpaid leave. In fact, 61 percent of employees went so far as to say they would not be willing to take a pay cut if they discovered their job was in jeopardy. In order to keep their jobs, employees would be willing to:

Employees in companies that have already cut jobs have more concerns and lower expectations

Nearly half (49%) of all employees say their company has made changes to the number of employees or benefits and/or perks in the past six months. About one in four (26%) say their company has laid off employees or communicated plans to lay off employees and another one in four (25%) say their company has changed compensation or reduced pay. Those employees who work in companies that have reported lay offs have more concerns about future job cuts and lower expectations than those who work in companies that have not reported layoffs. A summary of the break down is below:

What does this mean?

"This data reinforces the need for employers to be more open and transparent with their plans for the company and people. It is human nature to always think that something bad will happen to someone else but never to me. Employees often think them personally — or their company — will be insulated from layoffs and that someone else will lose their job, not them, often causing shock and denial when notified their job has been eliminated," said Rusty Rueff, co-author of Talent Force: A New Manifesto for the Human Side of Business and former HR executive at Electronic Arts and Pepsico, who is also a member of Glassdoor's board of directors. "Fourth quarter layoffs may just be a prelude of what's to come and both employers and talent should take time now to communicate and plan short-term options and contingencies. In today's environment there's no reason to continue to have people surprised and not prepared for the worst."

"Salary and total compensation are very important to employees so we aren't surprised more than half of employees are unwilling to take pay cuts to avoid a lay off. We are surprised, however, that so many employees say they are not personally concerned about layoffs, particularly given the frequency we're seeing people discuss layoffs in their Glassdoor reviews over the past few months," said Robert Hohman, co-founder and CEO of Glassdoor.com, a career and workplace community bringing greater transparency to salaries and workplaces.

¹  For the purposes of this study "employees" were defined as U.S, adults 18+ employed full time or part time.

²  The survey was conducted online within the United States by Harris Interactive on behalf of Glassdoor.com between Dec.16-18, 2008 among 2,281 U.S. adults 18+ of whom 1,331 are currently employed (full time or part-time). This online survey is not based on a probability sample and therefore no estimates of theoretical sampling error can be calculated. A full methodology, including weighting variables, is available.

³  Respondents were asked about an annual bonus Dec. 16-18, 2008. While some companies pay out year-end bonuses, many companies do not pay bonuses until year-end books are closed and reported during the following first quarter.

About Glassdoor.com

Glassdoor.com is a new career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs for specific employers — for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see — for the first time — unedited employee opinions about a company's work environment along with details of pay, benefits and CEO approval ratings. Glassdoor was founded in 2007 and launched its public beta in June 2008. Glassdoor is headquartered in Sausalito, Calif. and was founded by Richard Barton, Robert Hohman and Tim Besse.

About Harris Interactive

Harris Interactive is a global leader in custom market research. With a long and rich history in multimodal research that is powered by our science and technology, we assist clients in achieving business results. Harris Interactive serves clients globally through our North American, European and Asian offices and a network of independent market research firms. For more information, please visit www.harrisinteractive.com.

Media Contact:

Dawn Lyon
pr@glassdoor.com
+1-415-846-4706 or
415-339-9105 x800

GLASSDOOR.COM LAUNCHES EMPLOYEES' CHOICE AWARDS
UNVEILING THE 50 BEST PLACES TO WORK

General Mills, Bain & Company and Netflix Top List, According to Their Employees

SAUSALITO, CALIF (December 30, 2008) — Glassdoor.com®, a career and workplace community bringing greater transparency to company cultures and compensation, today released its first annual Employees' Choice Awards¹, listing the top 50 "Best Places to Work" based on surveys² collected from employees at more than 11,000 companies operating in the United States. General Mills had the highest rating from its employees, followed closely by Bain & Company, Netflix, Adobe and Northwestern Mutual, which round out the top five companies on Glassdoor's inaugural list.

"The Glassdoor Employees' Choice Awards are truly unique in that they are based on the unbiased voices of the people who walk the halls every day and know these companies best," said Robert Hohman, CEO and co-founder of Glassdoor.com. "Despite the inherent challenges faced by most businesses today, reading just a handful of company reviews on Glassdoor.com makes it easy to see the attributes that make these top companies consistently stand out and distinguish themselves from the pack."

Unlike many workplace-related awards that require companies to self nominate, Glassdoor relies solely on the input from employees. The ranking of the top 50 list was determined by each company's overall rating³ on Glassdoor, which is the cumulative average rating from employees who elected to participate in a 20-question survey that addresses key workplace factors, including work/life balance, career opportunities, communication, compensation and benefits, employee morale, recognition and feedback, senior leadership as well as fairness and respect.

General Mills' rating was 4.5 and employees gave CEO Ken Powell a 96% approval rating. The complete list along with corresponding CEO approval rating is below.

For more information about the awards and sample reviews from top companies, visit http://www.glassdoor.com/Best-Places-to-Work-LST_KQ0,19.htm and the Glassdoor.com blog (http://www.glassdoor.com/blog/). A complete copy of the Glassdoor survey along with additional information about the Best Places to Work methodology may be requested via email: BestPlacestoWork@glassdoor.com. For more information about Glassdoor and to read company reviews visit www.glassdoor.com. To receive regular updates about new and interesting data and reports, visit and/or subscribe to the Glassdoor blog.

About Glassdoor.com

Glassdoor.com is a new career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs for specific employers — for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see -- for the first time — unedited employee opinions about a company's work environment along with details of pay, benefits and CEO approval ratings. Glassdoor was founded in 2007 and launched its public beta in June 2008. Glassdoor is headquartered in Sausalito, Calif. and was founded by Richard Barton, Robert Hohman and Tim Besse.

Media Contact:

Dawn Lyon
pr@glassdoor.com
+1-415-846-4706 or
415-339-9105 x800

¹ To be eligible for the inaugural Employees' Choice Awards for the Best Places to Work companies must have received at least 25 reviews from U.S.-based employees who are current employees of the company or who were employed at some time during 2008, maintain a 'satisfied' or above cumulative average overall and across eight workplace factors addressed in the company's voluntary 20-question survey, and the company's CEO must have an approval rating higher than 50%.

² Glassdoor carefully reviews each ratings survey, company review and salary report submitted through its website and only those surveys and reports that are approved by the Glassdoor research team are eligible for the list.

³ The overall rating on Glassdoor.com is based on a 5-point scale with 5 being "extremely satisfied" and 1 being "extremely dissatisfied."